(Luận văn) the role of ethics institutionalization in influencing quality of work life and job satisfaction a study in vietnamese petroleum industry

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business t to ng hi ep Pham Nhu Huynh w n lo ad ju y th THE ROLE OF ETHICS INSTITUTIONALIZATION IN yi INFLUENCING QUALITY OF WORK LIFE AND JOB pl ua al SATISFACTION n A STUDY IN VIETNAMESE PETROLEUM INDUSTRY n va ll fu oi m at nh MASTER OF BUSINESS (Honours) z z k jm ht vb om l.c gm an Lu n va ey t re Ho Chi Minh City – Year 2017 UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business t to ng hi ep Pham Nhu Huynh w n lo ad ju y th THE ROLE OF ETHICS INSTITUTIONALIZATION IN yi INFLUENCING QUALITY OF WORK LIFE AND JOB pl ua al SATISFACTION n A STUDY IN VIETNAMESE PETROLEUM INDUSTRY n va ll fu oi m ID: 22130032 at nh MASTER OF BUSINESS (Honours) z z vb k jm ht SUPERVISOR: DR NGUYEN THI NGUYET QUE om l.c gm an Lu n va ey t re Ho Chi Minh City – Year 2017 Acknowledgement I would like to express my sincere thankfulness to my supervisor, Dr Nguyen Thi t to Nguyet Que, who made me believe in myself and gave me the possibility to complete ng hi the thesis Her guidance helped me in all the time of research and writing this thesis I ep am sure that this thesis would not have been possible without her support w I would like to express my gratitude to all staffs in ISB who supported necessary n lo materials and helped submit my papers ad y th My sincere thanks also go to friends and colleagues who participated in the pilot study ju that led to the development of the final survey questionnaire and their support over the yi time when I was busy to conduct the research pl al spiritually throughout my life n ua Especially, I would like to give my special thanks my family for supporting me n va ll oi m February 2017 fu Pham Nhu Huynh at nh z z k jm ht vb om l.c gm an Lu n va ey t re i Abstract t to Purpose – This research aims to explore the role of ethics institutionalization in ng influencing quality of work life and job satisfaction – A study in Vietnamese hi ep Petroleum Industry Methodoldy/Sample – A total of 280 questionnaires were distributed out at many oil w and gas companies in Vietnam As the method is directly interviewing combining with n lo online surveying, all of respondents who working at petroleum companies (e.g., staffs, ad team leaders, line managers and top managers), thus, data collecting also was primary y th ju sources The hypothesized relationships were tested using structure modeling yi Findings – This research found that a positive relationship between implicit ethics pl ua al institutionalization and quality of work life The results also indicate that implicit ethics institutionalization and quality of work life have positive impacts on the job n n va satisfaction of employees ll fu oi m Key words – Ethics institutionalization, quality of work life, job satisfaction at nh z z k jm ht vb om l.c gm an Lu n va ey t re ii Contents t to Acknowledgement i ng hi Abstract ii Contents iii ep List of figures v List of tables vi w n List of abbreviations vii lo CHAPTER INTRODUCTION ad Research background 1.2 Research problem 1.3 Research objectives 1.4 Research scope 1.5 Research significance 1.6 Research structure ju y th 1.1 yi pl n ua al va CHAPTER LITERATURE REVIEW n Job satisfaction 2.2 Quality of work life 10 2.3 Ethics institutionalization and Quality of work life 14 2.4 Ethics institutionalization & Job satisfaction 17 2.5 Research model and hypothesis 19 ll fu 2.1 oi m at nh z RESEARCH METHODOLOGY 20 vb The research design 20 jm ht 3.1 z CHAPTER Pilot study 20 3.1.2 Main survey method 21 k 3.1.1 gm Measurement scale building 23 3.3 Sample size and sample method 26 3.4 Data analysis method 27 om l.c 3.2 an Lu CHAPTER DATA ANALYSIS AND RESULTS 30 4.3 Reliability analysis 32 4.4 Exploratory factor analysis (EFA) 34 4.5 Confirmatory factor analysis (CFA) 35 4.5.1 Model fit 35 iii ey Respondents’ demographic 30 t re 4.2 n Data collection 30 va 4.1 4.5.2 Reliability and validity check 38 4.6 Structure equation modeling (SEM) 40 4.7 Summary 43 t to CHAPTER CONCLUSION 44 ng hi ep Conclusions and discuss of the findings 44 5.2 Managerial implications 46 5.3 Limitations and future research 48 5.1 w REFERENCES 49 n lo APPENDICES 55 ad Appendix – Guidelines for in-depth interview 55 y th Appendix – Questionnaire (English version) 59 ju Appendix – Questionnaire (Vietnamese version) 63 yi pl Appendix – Frequencies Table 67 ua al Appendix – Reliability results 69 n Appendix – EFA results 73 n va Appendix – CFA results 75 ll fu Appendix – SEM results 77 oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re iv List of figures Figure 2.1 – Conceptual model -19 t to Figure 3.1 – Research process 22 ng Figure 4.1 – Confirmatory factor analysis model -37 hi ep Figure 4.2 – SEM of research model 41 Figure 4.3 – Final research model -42 w n lo ad ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re v List of tables Table 3.1 – Measurement scale 24 t to Table 3.2 – Key indices 29 ng Table 4.1 – Sources of data collection 30 hi Table 4.2 – Description of sample -31 ep Table 4.3 – Reliability test results -32 Table 4.4 – The list of deleted items 33 w Table 4.5 – KMO and Bartlett's Test 34 n lo Table 4.6 – Pattern Matrix 34 ad Table 4.7 – Standardized Regression Weights 36 y th Table 4.8 – Confirmatory factor analysis results -38 ju yi Table 4.9 – Construct correlations, AVE & CR 39 pl Table 4.10 – Fitness of conceptualized model 40 ua al Table 4.11 – Final results of hypotheses testing result 42 n Table 4.12 – Final results of relationship checking of model’s constructs 43 n va Table 4.13 – Modified scales -43 ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re vi List of abbreviations t to No Abbreviation Meaning hi CFA Confirmatory factor analysis CR Composite Reliability EEI Explicit ethics institutionalization w Average Variance Extracted ep AVE ng n lo EFA Exploratory factor analysis GDP KNOC IEI Implicit ethics institutionalization JS Job satisfaction 10 PetroVietnam Vietnam Nation Oil and Gas Group 11 PVD-DD PetroVietnam Drilling Division 12 PVEP POC PetroVietnam Domestic Exploration Production Operating Company Limited 13 PVD TECH Petroleum Trading & Drilling Technical Services Company 14 QWL Quality of work life 15 SEM Structural equation modeling ad y th Gross domestic product ju Korean National Oil Corporation yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re vii CHAPTER 1.1 INTRODUCTION Research background t to Each organization has its own assets which contains two main components – ng hi labor and capital Capital is so important to the achievement of the business, while ep labor is the vital factor for creating profits to it The labor does everything daily and the whole existing time of the organization The reality of working life today is that w n employees are frequently trying to control their work and personal lives lo ad In the context of integration into the world economy, along with the y th introduction of many domestic petroleum companies and foreign petroleum ju yi companies have made the competition attract high-quality human resources to be pl more intense Therefore, the vital importance which leaders should perform are to al n ua retain current employees because the stability of personnel will help organization save va time, costs of recruitment, training According to Tett and Meyet (1993), job n satisfaction is negatively associated with turnover intention Job satisfaction was fu ll associated with decreased intentions to leave a company (Hom & Griffeth, as cited in m oi Valentine et al., 2011; Jaramillo, Mulki & Solomon 2006) Thus, besides the ways to nh improve business efficiency, management efficiency, cost savings, etc the methods to at z improve the job satisfaction of employees are the concern of all organization z ht vb The job is considered an important part of human life since the majority of their jm lives is devoted to the organization Many people believe that the work represents k their value in society Therefore, the quality of life will depend on the quality of work gm life which they have been at the workplaces Improving the quality of work life will om l.c contribute to bring good quality of life for each individual Quality of work life including the life aspects related to the work such as an Lu wages, working hours, work environment, benefits, career prospects, the human and turnover intention From that, employees are willing to contribute to an ey performance of employees, and at the same time, cause a decrease in both alienation t re (1991), high quality of work life results in an increase in job satisfaction and n satisfaction and motivation of employees According to Efraty, Sirgy and Claiborne va relationship, the balance between work and life These aspects contribute to the C-Nội dung khảo sát [3] Không ý kiến; w n [4] Đng ý; lo [5] Hoàn toàn đồng ý ad y th [2] [3] [4] [5] THỂ CHẾ HOÁ ĐẠO ĐỨC HÀM Ý ju I [1] Hồn tồn đồng ý ep [2] Khơng đồng ý; Đồng ý hi [1] Hồn tồn khơng đồng ý; Khơng ý kiến Hồn tồn khơng đồng ý ng biểu việc đánh dấu  vào ô tương ứng: Khơng đồng ý t to Anh/chị vui lịng cho biết mức độ đồng ý phát yi Lãnh đạo cấp cao xây dựng văn hố trực cho pl ua công ty al n Bên cạnh việc tuân thủ pháp luật, lãnh đạo cấp cao tin va hành vi có đạo đức yếu tố quan trọng n ll fu cho thành công công ty Trong công ty, nhân viên ln có ý thức trách nhiệm oi bảo vệ & trì uy tín đạo đức m nh với việc định trái đạo đức & không tuân thủ z quy định pháp luật nhân viên k om mục tiêu mà công ty đề với định mang tính đạo đức Cơng ty có hệ thống giá trị chia sẻ am hiểu n xã hội 64 ey lượng sống nhân viên phúc lợi chung t re yếu tố cấu thành hành vi phù hợp Lãnh đạo cấp cao tin công ty giúp cải thiện chất va Trong cơng ty, khơng có sách khen thưởng đối an Lu l.c phép chất vấn họ thành cơng việc đạt gm Một số nhân viên công ty trao quyền jm trường hợp có xung đột đạo đức ht trao đổi, thảo luận tính khó xử & vb Có giao tiếp cởi mở cấp cấp z at Lãnh đạo cấp cao nhận phần trách nhiệm đối II t to 10 ng hi 11 THỂ CHẾ HOÁ ĐẠO ĐỨC TƯỜNG MINH Công ty không thực kiểm tra chuẩn mực đạo đức cách thường xuyên Lãnh đạo cấp cao đánh giá chương trình đào tạo ep đạo đức cách thường xun Cơng ty khơng có nhiều người cấp cao/cấp quản lý chịu trách nhiệm cho chương trình tuân thủ w 12 n lo đạo đức Lãnh đạo cao không tham gia vào chương trình đào tạo đạo đức y th Cơng ty khơng có chương trình đào tạo để truyền đạt ju yi 14 ad 13 pl cách hiệu chuẩn mực & nguyên tắc đạo đức 15 ua al Cơng ty khơng có hội đồng chuyên trách đạo đức để xử lý vấn đề đạo đức phát sinh công n va ty n Để ngăn chặn hành vi sai trái công ty, cơng ty có fu chương trình đào tạo nhằm tạo văn hoá ll 16 oi m ứng xử chuyên nghiệp hiệu CHẤT LƯỢNG CUỘC SỐNG TRONG CƠNG VIỆC 17 Tơi cảm thấy an tồn nơi làm việc sống Tơi có đồng nghiệp tốt cơng ty n va Ngồi cơng việc, tơi có đủ thời gian để tận hưởng an Lu sống gia đình om Với cơng việc tại, tơi trang trải cho l.c sống Trong công việc, người tôn trọng 65 ey Tôi cảm thấy đánh giá cao công việc t re 26 Tôi cảm thấy công việc bảo đảm ổn định cho gm 25 k 24 jm 23 ht Tơi hài lịng mức thu nhập 22 vb 20 z Tôi ln cố gắng giữ gìn & trì sức khoẻ tốt z Cơng việc mang lại nhiều lợi ích tốt cho sức khoẻ 19 21 at 18 nh III 27 t to 28 ng hi 29 Tôi cảm thấy công việc giúp khám phá tiềm thân Tơi nhận khả chun gia cơng việc mà làm Tôi học hỏi điều để giúp cho công việc ep tốt Công việc giúp nâng cao kỹ 30 w nghề nghiệp thân Công việc tơi địi hỏi nhiều sáng tạo lo ad Công việc giúp phát triển sáng tạo bên ngồi cơng việc ju y th 32 n 31 SỰ HÀI LỊNG TRONG CƠNG VIỆC 33 Nói chung, tơi hài lịng với cơng việc 34 Tơi thường nghĩ việc từ bỏ cơng việc ua al Nói chung, tơi hài lịng với loại cơng việc tơi n phụ trách va Đa số người hài lịng cơng việc n fu 36 pl 35 yi IV Những người làm công việc thường có ý định bỏ ll oi việc m 37 at nh z Trân trọng cám ơn anh/chị nhiều! z k jm ht vb (Google link: https://goo.gl/forms/QzUnpgWuTvhDiKFJ) om l.c gm an Lu n va ey t re 66 Appendix – Frequencies Table Statistics t to How long Full time ng Valid Gender Married Age Education Position 240 240 240 240 240 240 240 0 0 0 Mean 1.95 1.03 1.48 1.69 2.24 3.32 1.49 Median 2.00 1.00 1.00 2.00 2.00 3.00 1.00 0.210 0.156 0.500 0.464 0.858 0.475 0.818 1 1 2 2 4 469 246 354 405 538 796 358 25 2.00 1.00 1.00 1.00 2.00 3.00 1.00 50 2.00 1.00 1.00 2.00 2.00 3.00 1.00 2.00 1.00 2.00 2.00 3.00 4.00 2.00 N hi Missing ep w Std Deviation n lo Minimum pl 75 yi Percentiles ju y th Sum ad Maximum Percent Valid Percent n ua al Frequency How long Less months 4.6 4.6 95.4 100.0 240 100.0 Percent Valid Percent z Frequency at Full time 100.0 nh 95.4 oi 229 m Total ll More months 4.6 fu Valid 11 n va Cumulative Percent z Cumulative Percent 2.5 2.5 240 100.0 100.0 100.0 Gender Frequency Valid Percent Cumulative Percent 52.5 52.5 52.5 Female 114 47.5 47.5 100.0 Total 240 100.0 100.0 n va 126 an Lu Male om Valid Percent l.c gm 97.5 k Total 97.5 jm No 97.5 ht Valid 234 vb Yes ey t re 67 Married Frequency t to ng Valid Percent Valid Percent Cumulative Percent hi ep Single 75 31.3 31.3 31.3 Maried 165 68.8 68.8 100.0 Total 240 100.0 100.0 Age w Frequency Percent Valid Percent n Cumulative Percent lo ad